Alcohol and drug testing of employees regulated by the U.S. Department of Transportation is managed by an employee's agency, for more information on your agency's federally regulated testing program contact your agency's human resources staff.

The State of Nevada Alcohol and Drug Program does not cover client testing.

Candidates for employment will be pre-employment drug tested if the class or position is approved for pre-employment testing by the Personnel Commission or if federally mandated.  A list of classes and positions approved for pre-employment testing is available on the Division of Human Resource Management's website.

Steps to pre-employment test a candidate:

• Pre-Employment Testing Flowchart

What is reasonable suspicion?  Reasonable suspicion is specific, capable of being explained observation(s) or fact(s) concerning the appearance, behavior, speech or body odors of an employee.  Certainty is not required; however, a mere "hunch" is not sufficient.

What observable signs and behavior contribute to reasonable suspicion?

• Abnormal conduct or erratic behavior that is not otherwise normally explainable;
• The odor of alcohol or a controlled substance on the breath;
• Observation of the consumption of alcohol;
• Observation of the possession of a controlled substance or use of a controlled substance that is reported by a credible source;
• Occurrence of any accident while on the premises of the workplace for which the employee receives medical treatment; or
• See the indicators listed on the Alcohol & Drug Indicator Checklist

Steps to test an employee you suspect of being impaired by alcohol and/or drugs:

• Reasonable Suspicion Guide
• Reasonable Suspicion Flowchart

• Guide - Causing Bodily Injury or Property Damage Due to Driving a Motor Vehicle (Driver Only)
• Guide - Work-Related Accident, Motor Vehicle Crash or Injury

An employee is subject to return to work testing as a condition of returning to work, if he or she tests positive in a post accident or reasonable suspicion test and is not separated from State service.  Return to work testing should be initiated by an agency's human resource staff as other return to work requirements must be completed prior to testing.

Typically, test results do not go to an employee's supervisor.  The testing account(s) for an agency are set up so that only specified individuals, usually human resources or upper management, receive test results.  Questions regarding test results should be directed to your agency's human resources staff.

Policy Statement - Alcohol/Drug Free Workplace and Acknowledgement

Report Form for Suspected Alcohol/Drug Impairment

Alcohol/Drug Consent Form

Non-DOT Breath Alcohol Test Request 

Chain of Custody form (contact your agency's human resources)

• State of Nevada Alcohol and Drug Program
• Nevada Revised Statutes
  • NRS 284.406 - 284.407
• Rules for State Personnel Administration (Nevada Administrative Code 284)
  • NAC 284.650, 284.653, 284.880 - 284.894
• Alcohol and Drug Testing Procedures class (available in e-learning)
• Your agency's human resources staff
• Division of Human Resource Management, Consultation & Accountability staff

Progressive Discipline

Employee Assistance Program (EAP)